City of Pacifica
SENIOR HUMAN RESOURCES ANALYST
DEFINITION
Under direction provides analytical support to the Finance and Administrative Services Department/Human Resources Division in carrying out complex work involving recruitment and selection, performance management, benefits administration, classification and compensation, workers’ compensation and safety, training and development, employee and labor relations and other professional human resources functions.
DISTINGUISHING CHARACTERISTICS
Incumbents provide consultation, advice and direct service to City departments and employees regarding sensitive personnel and organizational issues. Job emphasis is on responsibility for analysis of problems, issues, and situations arising from work assignments, and for development, communication, and implementation of recommendations. May be assigned as lead in functional area of expertise or on special projects including responsibility for budgeting.
The Senior Human Resources Analyst is an advanced journey-level classification in the Human Resources Analyst series. They perform the most difficult and complex analysis assignments, act as subject matter experts, manage complex projects, and provide technical supervision. Incumbent provides technical direction and guidance on a day-to-day basis and is responsible for decision making requiring a high degree of technical knowledge and supervision. Their responsibilities include policy development, recruitment, classification, benefits administration, employee training, safety and equal employment opportunity compliance. They also assist in departmental planning activities and provide consulting services to City departments.
SUPERVISION RECEIVED/EXERCISED
Receive direction from the Human Resources Manager. Responsibilities may include supervision of Human Resources staff and interns. Exercises discretion and independent judgment with respect to assigned duties.
ESSENTIAL FUNCTIONS - INCLUDE BUT ARE NOT LIMITED TO THE FOLLOWING:
• Performs a variety of analytical and administrative activities related to human resources functions within their area of assignment.
• Provides advice and assistance to City departments to interpret and apply rules and regulations relating to human resources practices while ensuring compliance with State and Federal laws, Administrative Policies, Memorandum of Understandings and best practices. • Provides consultation to City department heads, on human resources and organizational development problems and issues including staffing and placement, performance management, classification and job restructuring, and offers alternatives for early resolution to issues. • Provides information to employees and supervisors concerning implementation of policies and procedures, and labor regulations.
• Provides direct assistance to employees to answer questions, concerns, or complaints: clarifies and identifies issues, provides information on procedures and entitlements, works with managers, staff and union representatives to resolve issues. • Researches, analyzes, and prepares reports on a broad range of human resources issues, including salary and benefit surveys, human resources practices, statistical data and other projects.
• Plans and coordinates all facets of recruitment and selection activities, ensuring fair employment practices are followed.
• Develops, evaluates and validates selection instruments such as written, oral, and performance examinations.
• Conducts compensation and classification studies and provides written reports with recommendations.
• Assists departments with the investigation of allegations of misconduct, including discrimination, and provides information on procedural requirements.
• Provides guidance and/or conducts investigations.
• Prepares and/or reviews disciplinary notices.
• Works with outside counsel to prepare and/or review case files for responding to complaints. • May work with union representatives and employees in dispute settlement discussions on behalf of the Human Resources Manager or Finance and Administrative Services Director. • May prepare background materials for labor negotiations. • May assist with departmental policy development.
QUALIFICATIONS
Knowledge of
• Principles, methods and practices of human resources management, local government organization, and administration, including recruitment and selection, classification and compensation, and employee/labor relations.
• Organizational and management practices as applied to the analysis and evaluation of programs, policies, and operational needs, in the area of human resources. • Codes, ordinances, resolutions, employment laws, recent developments, current literature and sources of information.
• English, grammar, spelling, punctuation, and vocabulary. • Customer service concepts.
• Principles and practices of collecting and analyzing data and information. • Statistical concepts and methods.
• Record-keeping and report preparation techniques
Skill/Ability to
• Review job classification and desk audits to ensure that employees are working in the appropriate level.
• Develop, analyze, evaluate, and administer written and oral performance examinations and other selection instructions.
• Conduct in service training.
• Serve as the City representative on a variety of committees. • Interpret, apply and explain applicable rules, regulations, laws, policies and procedures. • Provide professional and technical advice and assistance to line departments on human resources issues.
• Communicate effectively, both orally and in writing, and interact well with staff and public. • Handle and prioritize a variety of assignment and meet deadlines. • Perform with a minimum of supervision.
• Interpret, apply and explain applicable rules, regulations, laws, policies and procedures. • Analyze facts, information and data.
• Maintain accurate records and files.
• Maintain confidentiality of sensitive and privileged information. • Work and act as a team player in all interactions with other City employees. • Provide a high level of customer service at all times. • Project and maintain a positive image with those contacted in the course of work. • Develop and maintain collaborative and respectful working relationships with team members and others.
• Consistently provide quality service.
Experience and Training Guidelines
Any combination of experience and training that would likely provide the required knowledge and abilities is qualifying. A typical way to obtain the knowledge and abilities would be:
Experience:
Bachelor’s degree from an accredited college or university with major work in personnel management, public administration, business, psychology or a related field.
Training:
Three (3) years of experience as a Human Resources Analyst II or comparable position with at least two (2) of these years equivalent to Human Resources Analyst II, preferably with the City of Pacifica or other public agency. Direct supervisory responsibility may substitute for one (1) year of the three years of required experience.
License
Possession and maintenance of a California Class C driver’s license and have a satisfactory driving record.
ADDITIONAL INFORMATION:
Physical Skills
Must possess mobility to work in a standard office setting and use standard office equipment, including a computer and to operate a motor vehicle to visit various city departments and meeting sites; vision to read printed materials and a computer screen; and hearing and speech to communicate in person and over the telephone or virtual meetings. Standing in and walking between work areas is frequently required. Finger dexterity is needed to access, enter, and retrieve data using a computer keyboard or calculator and to operate standard office equipment. Positions in this classification frequently bend, stoop, kneel, and reach to perform assigned duties, as well as push and pull drawers open and closed to retrieve and file information. Employees must possess the ability to lift, carry, push, and pull materials and objects up to 25 pounds with the use of proper equipment.
Work Environment
Employees work in an office environment with moderate noise levels, controlled temperature conditions, and no direct exposure to hazardous physical substances. Employees may interact with upset staff and/or public and private representatives in interpreting and enforcing departmental policies and procedures.
FLSA - exempt